MxD Open Project Calls

MxD is excited to announce the release of several open project calls. We invite you to review the requests for proposals (RFPs) on several subjects including cybersecurity assessment, emerging technology and cyber research, and supply chain risk management.

If you have questions regarding any of the projects below, please send your questions to the MxD Projects Team at projects@mxdusa.org.

20-11 Emerging Technologies in Manufacturing and Cybersecurity Research in Manufacturing – Deadline to submit is September 3, 2020 – View RFP here

20-05 Achieving Resilience through Proactive Supply Chain Risk Management – Deadline to submit is October 15, 2020 – View RFP here

What is Basis Assistant?

In an industry based on collaboration, Basis Assistant is a unique tool that will improve the way digital marketing teams work. Basis Assistant facilitates knowledge sharing across teams by simplifying and automating the logging of all campaign changes and updates.

A Knowledge Sharing Tool for Every Campaign

Take a quick product tour of Basis Assistant and see how it can begin working for you today.

To learn more and to request info/watch the video, click here!

We asked eight professional women in Chicago tech what has helped them overcome fears or doubts that accompany advocating for themselves in a typically male-dominated space. 

Many of their initial responses? They haven’t. 

“I don’t actually think I’ve resolved that fear,” Bounteous’s Visual Designer Allison Catuira said. “It’s both a personal struggle and a systemic byproduct of the misogyny that is baked into the fabric of most workplaces and society,” she added. 

For Catuira, as well as Neighborhoods.com engineer Megan Lyle and Fetch Rewards engineer Glenda Adams, self-advocacy is an ongoing process. 

That said, they and other women suggested a few strategies for staying true to themselves and fighting for what they deserve. For example, they lean on both personal and workplace allies for support and keep an ongoing list of accomplishments with quantifiable outcomes handy to share with higher-ups when appropriate.

“Sharing achievements isn’t tantamount to arrogance,” Haley Altman, global director of business development and strategy at Litera Microsystems, said. 

SnapSheet:“What did I learn and what can I take with me to my next endeavor?”

It’s one of a few questions that Manager of Strategy and Implementation Stephanie Acker asks herself after finishing a project or volunteering for an assignment. The Snapsheet team member said she’s learned to speak positively and proudly about her accomplishments from mentors and peers alike. 

How have you gotten past any fears or doubts about advocating for and promoting yourself, your accomplishments and your abilities?

For me, the first step was realizing that advocating for yourself doesn’t mean that you are arrogant or entitled. It means that you deserve to be seen and have recognition for what you’ve accomplished. Men are much more normalized to talking about the value and insight that they bring to the table, simply because they’ve been brought up to think and talk that way about their accomplishments.

I started my career at a large professional services firm. I was fortunate enough to have both male and female mentors who provided me with guidance and support to feel like I could speak confidently about my own abilities. The biggest (and simplest) thing that helped me was practice. I check in with myself after every opportunity I’m pursuing and ask myself a few questions: What did I learn and what can I take with me to my next endeavor? What would I do differently when faced with a similar situation in the future? How has this helped me progress and grow as an individual and a professional?

To the women who are nervous about the perception that comes with self-advocating: use your previous experiences, understand what you’ve learned from them and where you want to go, and be confident that you have the background and knowledge to get there.

What advice do you have for women who may feel like their contributions are being overlooked in the workplace?

If you feel like your contributions are being overlooked in the workplace, take a step back and ask yourself why.

Diagnosing the reason you may be feeling overlooked will help you come to a solution. If it’s because no one knows the work that you’re doing, then you probably need to start advocating for yourself and strategically building your network. If it’s because other people on your team are quicker to speak up, then challenge yourself to contribute more frequently and take the lead. If it’s because a teammate or superior takes credit for your work, have a conversation with them. Ensure they aren’t the only person who knows the work you’ve been doing. If you do identify that what you’ve been working on isn’t adding value toward your company’s goals and objectives, then switch gears. Find an area where your company does need help and be the go-to person to solve that problem or close that deal.

Share an example of a time when self-advocacy paid off. 

I recently wanted to get involved with an opportunity that sits outside of my current role. I knew that I had the appropriate skill set and knowledge to assist with the effort, so I started meeting with a number of different team members and C-suite executives to understand our overall objectives and action plan for the opportunity. Based on my previous experience and leveraging my existing network, I was able to establish myself as a go-to person for questions and assistance, even though it wasn’t part of my normal day-to-day.

In this specific situation, I did face opposition in the beginning from different team members, since it was technically outside of my normal responsibilities. You have to be willing to accept push back sometimes to make a little progress. Creating conflict or addressing confrontation is not for everyone. However, if it’s for the right reason and moves you toward the greater good, I’ve learned it’s worth having a few difficult discussions.

View Snapsheet’s profile here!

Tech companies across the United States are reexamining their values and recommitting their programming, hiring and products to be more inclusive of Black, Indigenous and people of color (BIPOC) in light of the recent protests against police brutality and anti-Black racism spurred by the killings of George Floyd, Tony McDade, Breonna Taylor and other Black people. In addition to reflection, this is also a moment of action, one that asks companies to acknowledge where their diversity, equity and inclusion initiatives are lacking and strengthen them.

According to the numbers, companies don’t have to look very hard to find areas of improvement. Black tech workers make up less than 5 percent of employees at Salesforce, Facebook, Slack and Microsoft and less than 10 percent of employees at Twitter, Uber and Lyft. A study by San Jose State University, which used anonymized data provided by the Equal Employment Opportunity Commission, found that 10 large Silicon Valley tech companies employ no Black women and that three large Silicon Valley companies employ no Black people at all. 

These stats lay bare just how much work the tech industry has to do to become more inclusive. We have a better idea of what that work entails after talking with leaders at Relativity, Ball Aerospace, Compass and Livongo. For these companies, inclusivity isn’t just an internal initiative but one that extends to their communities via student mentorship programs, fellowships for talent typically overlooked by the tech industry and pledge programs designed to drive investment toward Black professionals.

CASSANDRA BLACKBURN, HEAD OF INCLUSION, DIVERSITY & BELONGING AT RELATIVITY

When it comes to diversity, equity and inclusivity, where does Relativity have the most room for improvement?

Relativity is committed to building awareness across the organization through education.  Right now, we are driving learning and introspection through monthly events and by offering educational resources. In our view, the more educated we are, the better we can drive change. 

A few example sessions that we have held in recent months include a panel conversation in partnership with The Nova Collective discussing the disproportionate impact of COVID-19 on communities of color and an internal panel discussion on the ways that allies shape the LGBTQIA+ experience and the intersectionality of our individual journeys. We also offer resources, coaching and support in understanding what it means to be an ally to our Black Relativian community and how to take action.

We plan to build upon these educational opportunities and continue diversifying our talent pipeline by partnering with diverse professional groups and universities to maximize the high performance of our teams. Relativity partners with various organizations across the country and in the Chicagoland area, including National Black MBA Association, Society of Women Engineers, National Society of Black Engineers and Latinas in Tech. However, we acknowledge there will always be room for improvement and are dedicated to learning and growing to foster a more inclusive workplace.

What is your organization doing to promote inclusivity in the tech community?

Our Social Impact program aims to build inclusivity within the broader tech community. We believe education is at the core of inclusive environments because when we know more, we do better. 

Over the years,  Relativity has committed $2.92 million in direct financial and in-kind donations to local public schools and nonprofits. Our Wired to Learn program enables local public schools to purchase the technology they need to close the opportunity divide for low-income students who otherwise may not have access to things like computers or calculators. Our monthly Geek Grants are awarded to educational or technological organizations working to make technology more accessible and STEM careers more inclusive. 

Additionally, this summer we are kicking off the Relativity Fellows program, which will feature 10 to 12 fellows in its inaugural cohort. The Relativity Fellows program aims to expand economic opportunity in the Chicagoland area by finding, certifying and employing untapped talent in traditionally overlooked communities. By the end of the program, all fellows will be certified on our software and ready for placement in a full-time position with Relativity, our partners or our customers. 

Check out Relativity here!

Running out of cash is one of the biggest risks to an organization, and COVID-19 has pushed many businesses right up to, if not past, their liquidity limits. Strategies for managing cash flow go well beyond focusing on income and expenses. To manage cash flow well you also need to look at the three liquidity hotspots: customer management, inventory management, and vendor management.

Here are several key liquidity improvement steps you can prioritize to manage each hotspot. Some can be done quickly to keep you from running out of cash in the short term. Others will improve your liquidity management overall, helping you enhance your strategic positioning, increase your efficiency, and reduce operating risks. Improvements you make now will not only help your business survive the crisis now, they’ll help you thrive in the future, making this a tremendous learning opportunity.   

90% of engineering leaders agree that “software engineers are more valuable than capital.” But despite that premium value, just 50% of engineering leaders are “very satisfied” with the performance of their engineering teams.

In the 2020 Interview Gap report, Karat explores how COVID-19 has changed the developer hiring landscape and looks at what the most successful companies are doing to accelerate hiring by making their interviews more predictive, fair, and enjoyable. 

Read the full report: http://go.karat.com/Software_Engineering_2020_Interview_Gap

Tech, catering and design companies are rushing to sell employers on fever scanners, box lunches and office floor-planning apps for social distancing. But it’s too soon to tell if they will work.

Truework, an income verification start-up, recently introduced software to help employers keep track of their workers’ health status.

Gensler, an architecture and design firm, has a workplace floor-planning app that generates social-distancing layouts for desks and other office furniture.

PwC, the professional services firm, is using technology that it originally developed to track inventory for a newcontact-tracing system that logs employee interactions so workers can be notified in the event of exposure to the coronavirus.

With companies pressing to figure out how to safely reopen workplaces, makers of everything from office furniture to smart ventilation systems are rushing to sell them products and services marketed as solutions. Some companies, like makers of thermal cameras that sense skin temperature, are rebranding their wares as virus-containment fever-scanning products. Others are creating entirely new services.

And they have a captive market. To protect employees and reduce liability for virus outbreaks at work, companies are racing to comply with public health guidelines on issues like employee screening and social distancing. In the United States, the market for contact-tracing technologies for employers could soon be worth $4 billion annually, according to estimates from International Data Corporation, a market research firm.

But the preventive tools and pandemic workplace rules are so new — as is the emerging science on the virus — that it is too soon to tell how well, or if, they work.

“These are all untested theories and methods right now,” said Laura Becker, a research manager focusing on employee experience at I.D.C. “What is going to be the most effective component of all of these work force return strategies? We don’t know.”

The Lobby

When workers eventually return to the office, they may find that the lobby resembles an airport security checkpoint. At least that’s the vision that Kastle Systems, a 48-year-old Falls Church, Va., company that designs, installs and monitors security systems for several thousand commercial buildings, recently began marketing to its clients.

Businesses that use the company’s coronavirus management system, KastleSafeSpaces , may ask employees to download an app that will automatically open entrance doors for people eligible to come to the office. Workers who fill out a health screening questionnaire ahead of time may proceed to a lobby fast lane to have their temperatures checked. Those who have been asked to stay home because they recently tested positive for coronavirus may go on a kind of no-fly list and find that doors will automatically stay closed for them.

“The idea is really to create this profile where you can identify who is known safe, who’s known not safe and then who needs to be screened when they get in,” said Mark D. Ein , the chairman of Kastle. “It’s a little bit like airports where you have Clear precheck or regular check, depending on people’s profile.”

Clear, the biometric identification company known for its air-traveler identification service, recently introduced a system called Health Pass  for office buildings, restaurants, retailers, cruise ships and sports arenas. It will use facial recognition to confirm employees’ identities and vet worker-provided health information — such as symptom data and verified test results — so they can be cleared to enter workplaces. Caryn Seidman-Becker, Clear’s chief executive, said this kind of multilayered approach to entry screening could help reduce risk for employers and create a safer working environment.

Read the full article here!

In August of 2019, the Federal Communications Commission (FCC) passed two new federal laws – Kari’s Law and the Ray Baum’s Act. In our two-part guide to these recent laws and their impact on multi-line telephone systems (MLTS), we’ll look at the following:

• Definition of Kari’s Law
• Story behind Kari’s Law
• Goal and Meaning of Kari’s Law
• Implementation impacts on MLTS

In today’s Part 1, we’ll be examining Kari’s Law. In Part 2, we will examine the RAY BAUM’s Act.

What Is Kari’s Law? Explanation And Definition From The FCC

At its core, Kari’s Law puts a Federal mandate on an assumption many individuals may have already had: no matter where you are, dialing 9-1-1 will connect you to the emergency number. 

In facilities using multi-line telephone systems – such as motels and most businesses – callers have to enter a prefix or access code, typically ‘9’, before entering in an outbound call. In the heartbreaking tragedy that led to the resolution, a child who had learned about calling 911 for help in school was unable to do so in an emergency due to this requisite. 

From the FCC notification:

“Kari’s Law requires direct 911 dialing and notification capabilities in multi-line telephone systems (MLTS), which are typically found in enterprises such as office buildings, campuses, and hotels.

Under the statute and the Commission’s rules, MLTS manufacturers and vendors must pre-configure these systems to support direct dialing of 911—that is, to enable the user to dial 911 without having to dial any prefix or access code, such as the number 9.” (emphasis added)

Kari’s Law Requirements:

• All MLTS phone systems must allow callers to reach 911 with no prefix required. (911 not 9-911 or 8-911).
• A Notification of the emergency call must be made to another location or party with the fact that a 911 call has been made, a valid callback number, and the caller’s location as conveyed to the Public Safety Answering Point (PSAP / 911 Center).

While older systems are exempt from the law, it is unclear how system updates impact the reach of the law on updated systems…

To read the full article, click here!

As businesses look for quick, low-cost ways to improve marketing performance in the face of an economic downturn, one area that often presents a good amount of opportunity is website conversion rate optimization.

We’ve discussed how analytics, SEO and user experience play into website optimization in the past. Today, we’ll be digging into one specific tool that is widely used to optimize user experience through analytics: Hotjar.

How Hotjar Works

For the uninitiated, Hotjar is a tool that provides behavior analytics, heatmap tracking, visitor recordings and more to help marketers, product managers and UX designers understand how a website is being used – and how it can be improved.

The tool is marketed as a “fast and visual way to understand your users.” Having used Hotjar, I can attest that it is visual and does help you understand your users. As to whether it’s fast, part of that depends on your definition of fast, but it also depends on how you use the tool. In particular, while the session recordings tool has incredible potential for understanding user behavior, it also has potential for being a time suck.

(Session recording image courtesy of Hotjar)

Each session recording shows you where the user is looking and navigating in terms of pages viewed, clicks, taps and mouse movements (the latter represented as lines on the screen). The length of each recording is the length of the corresponding session on your site. So, depending on how many sessions you’ve recorded with Hotjar, you could easily end up with hours and hours of recordings to sift through.

If your plan is to turn on the tracking, review the recordings and wait for the insights to present themselves, there’s a decent chance that you’ll end up investing several hours of your time and some of your sanity for little in the way of actionable, data-driven takeaways. Sure, you might get lucky and land on some legitimate insights, but you’re busy and you want the most value from the tool as quickly as possible.

Here are our tips for how to analyze Hotjar recordings efficiently.

Get Specific With Your Goals

If you’re considering using Hotjar (or have implemented it already and haven’t dug into the recordings yet), you presumably at least have some general goals for how the insights might improve your site, like increasing conversion rates or reducing bounce rates.

To get the most out of your analysis and avoid wasted time, write down your goals, then refine them until they’re as clear and focused as possible.  

What does clear and focused look like? Let’s use a couple examples.

• Okay goal: “I want to understand why more users aren’t converting on my site.”
• Better goal: “I want to understand where users are getting confused or stuck on our top three conversion pages.”

The difference: While the first goal will help ensure you’re keeping an eye out for drop-offs, it’s starting broad – especially if your website has a lot of pages. Trying to synthesize behaviors across all users and all pages won’t be an easy task without the help of big data software. By specifying your goal to a select group of conversion pages and looking for common issues, you can focus your efforts on a smaller sample size of recordings for a more efficient analysis.

• Okay goal: “How are users using the site now?”
• Better goal: “What are the most common behaviors among visitors entering the site via the homepage?”

The difference: For most businesses, there will be a multitude of different types of website visitors who are taking different actions based on different goals. Taking a general approach to understanding commonalities between them all would likely take a long time and produce less-than-useful takeaways. Instead, consider looking through a narrower lens to see how a specific segment of users behave. If you can make meaningful improvements to a high impact page like the homepage as a result, it’ll be time well spent.

Whether you’re looking to improve your e-commerce user experience or optimize your SaaS product, taking this more specific approach to goal-setting will save time and produce more actionable insights.

Use Hotjar’s Time-Saving Features

If the prospect of analyzing a mountain of recordings gives you anxiety, you can take some comfort in the fact that Hotjar provides a number of features to organize and streamline this task.

Here are a few to take advantage of:

• Filter – once you’ve defined your specific goals, use the filter to drill down to a set of pages, locations, devices etc. so you’re only reviewing relevant sessions.
• Change the speed – you can speed up the videos up to 4x, though 1.5x or 2x will be easier to analyze.
• Skip pauses – many visitors will go idle for extended periods of time in a session. You can tell Hotjar to skip these , which will speed up the review process significantly, but it will also make it harder to pinpoint where the pauses are happening.
• Tag recordings – Hotjar allows for manual and automatic tagging which allows you to note important actions such as conversions, CTA clicks and more. These can then be used as filter parameters or to group similar sessions for further analysis.

Take Good Notes

The Hotjar PLUS and BUSINESS plans let you add notes directly into a recording. These notes will show on the playback timeline. It’s a convenient feature, but if your plan doesn’t include it, you’ll still want to be methodical and organized in your note-taking.

Use whatever form of note-taking works best for you (I did pen and paper then transcribed to Word) – but keep in mind: the better organized your notes are, the less time you’ll need to spend parsing through what you wrote later.

Divide and Conquer

Have another data-driven member of the team willing to help out? Get aligned on the goals, then divide up the recordings for a faster analysis. In addition to shortening the timeline, this also has the added benefit of bringing another perspective into the mix. If your teammate is someone you trust with the job, they can stress-test your conclusions while potentially uncovering insights that may not have been apparent to you.  

When dividing up the workload, be strategic about how many team members you bring in. While I found two to be a good size team for analysis, I’d be hesitant to divide up amongst a big group. The more people you bring in, the more potential there is for several conflicting takeaways – and then you’re back at square one.

Prioritize Turning Your Insights Into a Testing Plan

Once you’ve done the heavy lifting and the analysis is done, don’t stop to rest just yet. Keep the momentum and translate your insights into a testing plan so that you can start notching some quick wins.

For each takeaway, craft a hypothesis. For example, if the takeaway is that X% of users dropped from a page when they got to the case studies section, you might have a hypothesis that if you remove case studies from the page, you can reduce the bounce rate by Y%.

Once you’ve created all of your hypotheses, prioritize them by potential impact on overall performance (typically by weighting the highest trafficked pages and most important conversion pages). Now, set dates and a duration for each test, and start chipping away.

Fast and Easy?

Following the tips here will help ensure you’re making the most of the time you invest analyzing your Hotjar recordings. But there’s no way around it: there is some time investment required. (In my experience, it takes watching at least a dozen or so sessions before I’m in a flow, and ideally I can carve out a couple uninterrupted hours to hunker down and focus on it.) On top of that, ongoing reviews will net more useful insights for continued optimization than any one-off analysis.

That said, the time and resource investment is very manageable relative to many other marketing channels – and the potential for ROI is high. Of course, if you’re simply too busy to manage all of this yourself, you can always delegate it to a team who lives and breathes this stuff for a living. 

On May 27, 2020, Logical Media Group held a webinar about Navigating the New Normal in Amazon Marketing.

Register to watch this on-demand recording here!

As more states begin their official economic reopenings in the wake of COVID-19, many organizations feel like resuming the work itself isn’t the biggest challenge. For many of us, reengaging and rebuilding our teams of talented professionals and getting them motivated and bought-in to the new way of work is an extremely daunting task.

Many people are scared, distrustful, and depressed right now, and that is the exact opposite of the recipe for a successful team. Whether they know it or not, professionals are hungry for their employers to help them feel normal and plugged-in again. That means employee culture and engagement should be points of emphasis for every business in the coming weeks and months.

Identifying the Best Aspects of Your “Pre-COVID” Culture

It may seem like a long time ago now, but less than three months ago, you had a thriving community sharing a physical space and working towards common goals – some of your team members might even have compared it to being part of a family!

The realities of COVID-19 mean that workplace culture and team atmosphere can’t resume with perfect continuity. With that said, there is the potential to create a new, even stronger community by porting what worked about your previous approach onto new methodologies and emerging best practices in light of COVID-19.

How Do We Figure Out the Best Parts of Our Culture?

Your team members are the best source of information when it comes to which parts of your workplace culture, employee wellness initiatives, and daily perks really make a difference for them. You can get that information through employee culture surveys, which can be blasted out team-wide via email as you plan your return to the office.

If possible, you should do this work in the weeks ahead of your reopen to give your new initiatives the most possible planning time. However, if getting people back into the building is the main priority, you can use the opening weeks of the return to work to gather this data to inform your employee engagement strategy.

What About Employee Mental Health?

Workplace culture and collegiality are crucial to creating a positive work environment that drives work people can be proud about while robustly supporting people’s humanistic and mental health needs to prevent tension, frustration, and burnout.

One of your culture survey’s main goals should be determining what services you were providing that people found really valuable pre-COVID. Did they value seeing their colleagues in contexts other than work? Did they appreciate making time for serious conversations during the work week? What made them go home feeling good about themselves at the end of the day?

What Strengthened the Team?

As the old axiom goes, “teamwork makes the dream work.” While it may sound trite at first, bringing your employees together to create a true team is the difference between having a great approach to human capital management and just being a “job” where people work.

Another main concern of your employee surveys should be to identify what aspects of your pre-COVID-19 approach brought people together to create a more functional, vivacious unit. What made people feel like true colleagues and not just people who worked in the same space? How did you help team members discover, appreciate, and celebrate each other’s strengths? How did you foster an environment where people understood and were not judgmental about their colleagues’ areas of need or weakness?

What Gave People a Sense of Shared Purpose?

If you’ve got people feeling positive about themselves and their work and functioning as part of a thriving team, there’s only one real component left to a great culture: shared goals and purpose.

In order to get your employees reintegrated into the work and making up for lost time, you need to figure out what messages, incentives, and motivational tactics really worked for them. What about your organization or leadership did they find inspirational? What about the nature of your work makes team members feel good about what they’re doing? What approaches to shared success and shared failure spoke to them?

Leveraging Technology to Modify & Modernize

Once you’ve drawn out the aspects of your workplace and employee culture that really worked and inspired excellence, you’ll likely have a long list of activities and approaches that feel like a real challenge to recreate in the context of social distancing.

At first, this can feel discouraging, but luckily, the last few months have seen an explosion of remote communication and interaction platforms that enable us to continue positive community interactions without the risk of viral transmission.

Migrating Physical Interactions Online

Video conferencing and project management platforms have picked up much of the slack during our time away from the office, and they also offer opportunities for employee culture reengagement.

Think of ways you can allow people to “take a walk” to visit friends in other departments for a quick chat like they used to. Provide people with document sharing and collaboration tools that make it just as easy to work together as if you were sitting at the same table. Consider meeting in a text-based chatroom where people have time to think about their responses and process other people’s ideas at their own pace.

All of these are different ways we can use emerging work tools as culture tools as well!

Embracing an Opportunity to Grow & Redefine the Work

It’s important to understand that there will not be a cut and dry way to completely recreate our previous approach to office life and employee culture post-COVID-19. We will need to stay open-minded and identify employee needs in order to find solutions and approaches that support them.

With that in mind, this is an opportunity to grow and redefine what it even means to be a business, a team, and a professional. The new work will be finding ways to continue and extend intellectual and communal closeness without the benefit of physical proximity.

If we stay open minded, remain grounded in what we know works and what employees need, and keep our ears to the ground for the best emerging tools and solutions, we’ll be able to reopen the business space in a powerful way that makes all of us better.

How to Learn More

If you’re an HR professional or business leader looking to guide a successful reopening as COVID-19 continues, be sure to download Launchways’ Complete Return to Work Toolkit. The toolkit provides a variety of checklists and other resources that help you consider reopening from every conceivable angle, including:

• Recalling furloughed or laid off employees
• Modifying your physical workspace
• Best practices for employee safety
• Personal protective equipment (PPE)
• New policies for meeting, communication, shared space, etc.
• Bringing people together while distancing

The times, they are a-changin.

As the COVID-19 pandemic continues to unfold, health systems are facing major challenges engaging patients while struggling to recoup lost revenue.

On the flipside, patients who have been delaying acute care needs and preventive visits, continue to wonder if it’s safe to receive in-person care or if virtual visits are a suitable alternative.

Neither health systems nor patients can continue to delay care. Now that we have standardized safety guidelines in place, as well as proven success with virtual care, health systems are better equipped to engage their patients and book necessary care.

Getting back to business as usual will be challenging, but one of the most important things health systems can do right now is encourage patients to access care again. By educating patients on safety measures in place and their options for care, health systems can start building patient trust and booking visits to recoup lost revenue.

Upfront and Zipnosis have joined forces to deliver proactive and trustworthy digital communication while guiding patients to the best mode of care for their needs and comfort level – whether that is in-person or virtual care.

“Upfront and Zipnosis have created a safe, clear, and convenient way for patients to book their previously planned or current healthcare needs. Consumers are anxious about how and when they will come back into the healthcare system. They want to know how they can get safe and high-quality care,” said Catherine Murphy, Zipnosis COO. “Together, Upfront and Zipnosis provide a complete solution that engages, educates, and provides a simple pathway to book appointments in person or virtually.”

Below are the key benefits of the combined solution:

Recoup revenue

• As the backlog for care continues to increase, we’re here to help health systems retain patients. Through personalized communications, we provide patients options for receiving care even in the midst of COVID-19. We quickly move them to action to either access on-demand virtual care or book a virtual or in-person appointment.

Improve patient outcomes

• Health systems cannot improve their patient’s health and wellbeing, if they’re not engaged. Clients using our solution have seen a 60 percent patient activation rate and a 45 percent increase in necessary visit completion.

Eliminate inefficient processes

• Calling and sending letters to patients for visit recall is not only inefficient, it’s expensive. Break the status quo by activating all patients with relevant communications and strategic call-to-actions in the palm of their hands.

Strengthen brand recognition

• Help patients get to know your health system through consistent, automated communications personalized to your patients. Be a lifelong partner, not just an annual check off the list.

Learn more about our exciting partnership here!